Understanding your obligations employer
Supporting neurodivergent employees isn't just good practice — it's a legal responsibility.
This hub is here to make sense of it: what the law says, what it means day to day, and where reasonable adjustments come in. You don't need to be an expert. You just need to know where to start.
A few things worth knowing:
It's a legal duty, not a nice to have
The Equality Act 2010 makes autism, ADHD and other neurodivergent conditions disabilities in law. Employers have a legal duty to make reasonable adjustments.
It applies from day one
The duty starts as soon as you're aware someone may need support, not after a formal diagnosis or occupational health report.
Getting it wrong carries real risk
Employment tribunal claims for disability discrimination aren't capped, unlike most other claims.
Understanding the Equality Act
The Equality Act 2010 is the law that protects people from discrimination at work, including many neurodivergent employees. It sets out nine protected characteristics, explains what counts as a disability, and lays out what employers are required to do as a result.
Our guide breaks it all down in plain English: what the Act covers, who it protects, and what it means for your day-to-day responsibilities as an employer.
Making reasonable adjustments
Under the Equality Act 2010, UK employers have a duty to make reasonable adjustments for disabled people.
Discover who can ask, when adjustments start, how long they should take and what the process looks like.
The nine protected characteristics
Discover what's protected and what's not, making it easy for you to support your workforce.
It's about asking the right questions - what helps you do your best work? What's getting in the way? What change would make the biggest difference?
2025 Workforce Statistics
73% of neurodivergent employees in small organizations report being likely or very likely to leave their role in the next 6 months - compared to a UK overall workforce benchmark of just 24%
While 47% share their neurodivergence with work friends, only 22% disclose it to HR or broader management. Additionally, 14% keep it hidden from everyone at work.
35% of autistic employees with ADHD (dual diagnosis) reported being passed over for development opportunities, compared to 23% across the broader neurodivergent user group.
